If you want to use the goal module, however are unsure of the specific settings, we defined blueprints based on your specific use case of what you want to achieve using goals. The two most common objectives we identified are:
- OKRs for higher transparency and alignment
- Performance and development goals for employee engagement and performance assessment
OKRs for higher transparency and alignment
If your goal is to use OKRs for higher transparency and higher internal alignment on the purpose of work, we recommend using the following settings and processes:
Set your admin settings like this (only available for Super-Admins):
This way the goals can be created and seen by every user. Nesting them in a goal tree makes it easier to understand which higher purpose a goal is contributing to.
Individual goals could still be made public, which also increases transparency. Mandatory goal tag filters make it easier for everyone later on to find goals for a specific team or cycle.
Set up Company level goals first:
At C-Level you should agree on goals that apply for the whole company. Typically those would be yearly goals. Examples for company goals may be:
- Revenue Goals
- Hiring Goals
- Acquisition Goals
- Branding Goals
Company level goals should be set to the ownership level "The entire company", which means all employees can see the goal:
The Key Results underneath should be as quantifiable as possible. If a specific person or department is responsible for the Key Result, you can assign Key Result Ownership.
Beneath the company goals that are created at C-level, each team lists their team results. Best practice here is to view the two levels independently. That means progress in team goals does not directly influence progress in company goals.
To give an example, while the above mentioned company goal "Become a great place to work" has two key results that contribute directly to its success and progress, a team goal underneath could be the following:
In this case the Marketing department set themselves the goal to successfully onboard new team members, which also has its own key results that the marketing team is responsible for. While it indirectly contributes to the company goals of becoming a better place to work, the two OKRs need to be updated and worked on separately. Hence OKRs owners at every level are accountable for their tasks.
If needed, individuals can add managed individual goals under the team goals, if there are tasks that they own themselves. Best practice is to also make those visible to everyone.
While we recommend to set company goals at a yearly level, it is best practice to set team and individual goals at quarterly level.
Performance and development goals
Development and performance goals focus on the personal progress of the individual rather than team or company efforts.
If you want to use goals only for development purposes, we recommend to set the admin settings for goals like this:
This way, goals will not be public by default. If the visibility setting is not set to "only me", managers can see the private goals and they can be used in review processes.
After each review cycle, we recommend for every employee to set 2-5 personal development goals that they work on before for the next cycle.
These goals can either be shared with the respective manager or entirely private. However we recommend sharing the agreed upon development goals with your manager.
Development/performance goals can be shared in review cycles if the ownership is set to "me (approved by my manager"). This way performance and personal development can be assessed next to company values or open questions.
Combining OKRs and development goals
Of course you can also combine the two purposes. In this case we recommend to use the admin settings as shown for OKRs and using a tag for development goals. To make sure development goals remain private, the visibility settings should be set to "Me, my manager and contributors".
In order to structure and manage your goals in a lightweight and efficient way, we suggest to set up goal cycles.